| Papers [1-14] of 100 :: [Page 1 of 8] | | Go to page : 1 2 3 4 5 6 7 8 —> | Search results on "MOTIVATION LITERATURE": |
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Motivation in SL Learning, 2005.
A literature review of the importance that motivation plays in second language learning.
1,545 words (approx. 6.2 pages), 18 sources, MLA, £ 34.95
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Abstract
This paper presents a review of literature on the role of motivation in second or foreign language learning. It explains that motivation is divided into two basic types to integrate into the target language community. It shows how motivation is comprised of three primary elements: Efforts: Time invested in study of the language and learner drive; Desire: How much proficiency in the language is wanted by the learner; and Effect: Emotional response of the learner in relation to language study. It defines motivation as the learner's orientation with regard to the goal of learning a second language.
Abstract
Purpose
Literature Review
ESL Model
Linguistic and Non-Linguistic Outcomes
Summary & Conclusion
From the Paper
"Integrative motivation has been found in studies (Taylor, Meyunard and Theault, 1977; Ellis, 1997; Crookes et al 1991) to sustain long-terms success when learning a second language. Stated is that because motivation is a critical factors in L2achievement and for this very reasons identification of the type and combination of motivation that is key in the successful acquisition of a second language while simultaneously viewing motivation "as one of a number of variables in an intricate model of interrelated individual and situational factors which are unique to each language learner." (Norris-Holt, 2003)"
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Freud on Art and Literature, 2001.
The paper looks at Freud?s conceptions about art and literature and the creative forces of motivation on an author.
2,953 words (approx. 11.8 pages), 7 sources, MLA, £ 60.95
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Abstract
This paper is about Sigmund Freud's concept of 'unconscious' and its relevance in the arts. The author discusses how Freud is commonly recognized as having invented the concept of the ?unconscious?. The author explaines that the subordination of the ?pleasure principle? by the ?reality principle? is done through a mental process that Freud refers to as sublimation. According to Sigmund Freud, dreams and fantasies (or phantasies) are the symbolic expression and fulfillment of wishes and desires that as a result of sublimation by the ?reality principle? cannot be fulfilled through daily life and are consequently repressed into the ?unconscious.? To Freud, ?the motive forces of fantasies are unsatisfied wishes, and every single fantasy is the fulfillment of a wish, a correction of unsatisfying reality? (Freud 485). Freud affirms that dreams are disguised, hallucinatory fulfillment?s of repressed wishes. He concludes that if expressed in undisguised form, they would be so disturbing that it would wake the dreamer from sleep. Freud?s fundamental assumption is that the sublimation of the artist?s unsatisfied libido is responsible for producing all forms of art and literature whether it be painting, sculpting, or writing. David H. Richter notes in his introduction to ?Sigmund Freud? that Freud was once criticized by Carl Gustav Jung, a fellow psychoanalytic theorist, for insinuating that artists were diseased individuals creating art out of their own personal neurotic needs. The writer feels that Freud insinuates that art is primarily an escapist method, that ?in an ideal world in which everyone had matured sufficiently to replace the pleasure principle by the reality principle, there would be no need for art? (Storr 103).
From the Paper
"The historical tradition of scholarly theory has been one in which literary texts are subjected to scrutiny regarding whether they are either implicitly or explicitly ideological in nature. Arguably so, nothing reflects a society?s fears, hopes, and desires about gender, class, and power more than what the society maintains about art and artists. A literary text is credible of fully reflecting the culture in which it was written, that is to say, it has the potential to embody certain sociological assumptions presented in the dichotomy between ?normal? and ?abnormal.? Sigmund Freud, the patriarch of psychoanalysis, is associated with Charles Darwin and Karl Marx as being ?one of the three original thinkers who have most altered man?s view of himself in the twentieth century? (Storr 145). Yet, even literary theorists, including Freud, realized that ?any comprehensive vision of human nature such as he provides must have implications for the nature of happiness, and for the relation of man?s natural capacities to his normal or ideal state? (Sousa 196). That is, numerous later theorists and critics believe that Freud?s own theories about the function and nature of the mind uncovered some fundamental truths about how an individual?s notions of ?self? are formed and how culture and civilization operate and are affected by these notions. Coinciding with Freud?s own account, the significance of everyday action is determined by motives that are far more numerous and complex than people are aware of or commonsense understanding takes into account. The most basic and constant of motives that influence our actions are those of the unconscious, moreover, those that are difficult to acknowledge or avow. Freud?s conception of the unconscious and his rediscovery of the importance of dreams encouraged painters, sculptors and writers to pay serious attention to their inner world of dreams; to find significance in thoughts and images they previously would have dismissed as absurd or illogical. Therefore it is plausible that notions of art and literature as described by Sigmund Freud, are created through the ramifications of the unconscious or the sublimation of an unsatisfied carnal appetite."
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Understanding and Implementing Motivation Successfully, 2006.
This paper provides ideas and analysis of how to be better managers to employees in order to motivate them to do a better job.
5,003 words (approx. 20.0 pages), 9 sources, MLA, £ 87.95
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Abstract
In this paper the author recommends ways of how to motivate employees and managers to do a better job. He clearly states that motivation is something that comes from within but that through training, managers can learn to be effective motivators by adjusting their managerial style to the needs of their employees. The author analyzes various areas of management, and looks at how to teach managers to use specific approaches that will motivate individuals, instead of making the mistake of targeting an entire workforce in the same manner. The paper offers different methods of motivation that can be used. The author concludes that many of the motivation problems in companies are not caused by the deficiencies of individual employees, but by expecting people to excel in tasks requiring qualities they just don't have.
Table of Contents
The Bell Shaped Performance Curve
How Has the Bell-Shape Curve Formed?
Benefits Gained By Understanding Employee Motives
Winner's Motives- Accomplishment Motive and Power Motive
Survivors' Motives
Security Motives
The Dependency Motive
The Conformity Model
Comfort Motive
Fairness Motive
The Friendship Motive
Motivating Employees toward Change
Motivating an Employee with a Performance Problem
Motivation & Goal Setting
The Importance of Having a Dream
Setting the Goals
Setting Objectives
Policies Leading to Effective Motivational Systems
Summary
From the Paper
"People with a strong dose of the friendship motive spend a lot of time doing favours for people and trying to be popular. Their underlying motive is to make their private world as safe as possible by eliminating the possibility of adversaries. People with this motive don't mind being manipulated, and dislike disappointing people. For this reason, they do not excel in leadership roles-to keep employees happy they will make all kinds of exceptions to rules and give extra favours. This will result in a loss of discipline and productivity in the workforce. Motivating this group requires little effort since they are so eager to please. In managing this group, managers must be careful not to show undue favouritism towards them since they are so pleasing. It must be ensured that other subordinates do not conclude that they are an easy mark for a flatterer. The best way to keep this group motivated (and unagitated) is to speak to them in terms of continuing employment, i.e. if they continue doing a good job for you, you'll continue doing your best for them."
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Motivation in the Workplace, 2005.
A discussion regarding motivation in the workplace and various motivation techniques.
1,125 words (approx. 4.5 pages), 5 sources, £ 30.95
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Abstract
This paper discusses the critical role that motivation plays in the workplace and the fragility of the various means of motivation. This paper goes on to discuss some basic recommendations to promote increased motivation in the workplace, and the advantages and disadvantages there of.
From the Paper
"Motivation in the workplace is one of the greatest challenges for managers. High levels of motivations are directly connected to high levels of productivity. Increasing productivity is always a major goal of managers in any organization. A lack of motivation in the workplace is a major issue for managers and is associated with employees who see no value in the work that they do or see no reason to achieve the goals set out for them ("Incentives" 1). Therefore, understanding the role that motivation, both internal and external, can play in the workplace is crucial to creating a working environment in which all can succeed and thrive. Unfortunately, increasing motivation can be a tricky endeavor, one that has its pros and cons."
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Motivation, 2002.
A discussion of motivation and the theories of motivation.
580 words (approx. 2.3 pages), 2 sources, MLA, £ 14.95
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Abstract
This paper is a brief discussion of motivational theory. Various theories of motivation are outlined, including the most widely recognized modern motivational theory of opportunity-cost. The importance of motivation is also discussed.
From the Paper
"Motivation is the study of what makes us do things. Every day we are faced with many decisions. What choice we make is the study of motivation. There are several theories of motivation, the theory of opportunity-cost is the most widely recognized. This paper will discuss the major forces that drive us and influence our decisions.
The advent of the industrialized age forced many companies to study what motivates their workers in an attempt to boost production. It was believed that money was the key motivational factor in driving employee performance. It was later found that other factors besides money effect their attitudes and work ethics (Lindner, 1998). This led to further studies in an attempt to understand the factors that motivate employees. These included Maslow?s need-hierarchy theory, Herzberg?s two-factor theory, Vroom?s expectancy theory, Adam?s equity theory, and Skinner?s reinforcement theory (Lindner, 1998). All of these theories centered on one factor. Modern motivational theory believes that all of these theories are summarized in one idea, opportunity-cost (Lindner, 1998). This idea is centered on the idea that every action has a cost. This cost may be time, money, or emotional. In making our decisions we weigh the potential gain from the action against the cost (Lindner, 1998)."
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Motivation, 2006.
An analysis of several motivational theories and the importance of motivation in the corporate world.
1,702 words (approx. 6.8 pages), 12 sources, MLA, £ 38.95
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Abstract
Motivation is the driving force behind all actions and must therefore be understood comprehensively to exploit its benefits. This paper examines how the phenomena of motivation has been explained by a large number of theorists as per their perceptions. In particular, it looks at how in the business world, workforce motivation means making the employees to exert a high degree of effort and to keep doing that consistently. It also demonstrates how motivation in any workplace can not be generated by one factor alone. It is a combined effect of workplace culture, organizational strategy and management style.
Outline:
Important Theories of Motivation
Importance of Motivation in Business
Reasons for Low Levels of Motivations in a Business Environment
How to Raise Levels of Motivation
Conclusion
From the Paper
"Motivation is basically the reason for doing anything. It is the driving force behind all actions of human beings, animals, and even lower organisms ("Motivation-2," par. 1). Various theories have evolved over the period of time that adequately explain the process of motivation. There is in fact a jungle of theories of motivation. What ever the approach being adopted to give meanings to the word motivation, it in any case is the art of helping people to focus their minds and energies on doing their work as effectively as possible (Gellerman 3). A critical appraisal of the motivational theories that focuses on the labels people use to identify thoughts, emotions, dispositions, and behaviors, traces its roots to the information processing approach to learning. The cognitive dissonance theory developed by Leon Festinger states that when there is a discrepancy between two beliefs, two actions, or between a belief and an action, we will act to resolve conflict and discrepancies. "
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Importance of Motivation, 2007.
This paper explores the importance of motivation with regards to learning and acquiring knowledge.
1,966 words (approx. 7.9 pages), 14 sources, MLA, £ 43.95
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Abstract
In this article, the writer discusses motivation as an important factor that decides the outcome of learning. The writer provides a brief overview of the subject of motivation in the context of its effect on the learning outcome. In the process, the writer studies some real life examples to illustrate how motivation greatly shapes success. The writer concludes that motivation is the single most important factor that decides the learning outcome of children. Further, the writer notes that even among adults, motivation is the vital characteristic that drives them to develop new relationships, continue to learn and accumulate knowledge, adapt new strategies and increase their leadership potential.
Outline:
Thesis
Introduction
Motivation
Motivation (Extrinsic and Intrinsic)
Theories of Motivation (Three Theories)
Reasons for Lack of Motivation
Improving Student Motivation
Real Life Examples
Helen Keller
Benjamin Franklin
Conclusion
Bibliography
From the Paper
"According to the Attribution theory, the motivation level of students is largely determined by three factors namely, internal- external, Stable-unstable and controllable-uncontrollable. If students ascribe their failure to external or uncontrollable factors then motivation levels are considerably low. This is important because parents and teachers have considerable impact on students in terms of their expectations and the self-belief of the students. The Goal theory on the other hand revolves around what students perceive as the main reason for their achievement. Ability goal orientation and task goal orientation are the two different perceptions in the goal theory of motivation. In the first case students' view competence and display of skills as the motivating factors while in the latter self-improvement and knowledge accumulation are the main motivating factors. Studies have revealed that students with 'Task goal orientation' have better learning outcomes in terms of the quality, as they exhibit greater willingness to learn from their peers without any prejudice."
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Motivation in Organizations, 2001.
This paper describes the importance of motivation in organizations and how to motivate employees.
2,190 words (approx. 8.8 pages), 3 sources, MLA, £ 47.95
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Abstract
This paper explains how an organization?s success depends on the ability of managers to provide an environment which motivates personnel and maintains an environment of productive, happy and satisfied employees. This paper explores different theories of motivation and determine what is involved in creating an ideal state of performance and motivation in the work force. This paper details tips and methods of motivating all employees of any organization.
From the Paper
"An organization?s success depends on the ability of managers to provide an environment which motivates personnel and maintains an environment of productive, happy and satisfied employees. This paper will explore different theories of motivation and determine what is involved in creating an ideal state of performance and motivation in the work force.
Effective appraisal systems are tools, when used properly, which evaluate employees? performance. Appraisal systems contain an evaluation system and a feedback system. The purpose of the evaluation system is to identify when an employee?s performance does not meet acceptable organizational standards."
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Employee Motivation in the Public Sector, 2007.
An examination of motivation in the public sector and how leadership affects it.
2,312 words (approx. 9.2 pages), 10 sources, APA, £ 49.95
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Abstract
This paper discusses motivation and motivational factors within the context of the public sector from the 1990s onwards. It examines motivation as a new primary function of management and analyzes team and interpersonal communication factors that can affect motivation. The paper then reviews motivation itself and what determines it and examines the impact of leadership on motivation.
Table of Contents:
Abstract
Overview
The Managerial Role
Teamwork and Communication
Rewards and Recognition
Role of Leadership in Motivation
Conclusion
From the Paper
"Leadership differs from motivation in that leadership is a quality or a characteristic while motivation is a device that organizations and leaders utilize to achieve performance results from employees and staff members. Some researchers argue that because of the drastic changes to the economic and commercial environment in the 21st century it is more incumbent on management to acquire leadership skills and qualities than that of simple motivational qualities (Bass, 2000, para.3). Leadership qualities answer the needs of the 21st century business environment by endowing the practitioner of managerial leadership the ability to make adjustments to decisions, processes, and objectives in real time without constant referral to higher authority. Additionally, a true manager who is a leader is able to not only select individuals as being capable of performing independently but to inspire greater performance in the execution of their tasks."
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Slaves and Literature, 2002.
An examination of the slave narrative in American literature.
10,104 words (approx. 40.4 pages), 7 sources, MLA, £ 141.95
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Abstract
This paper discusses how the slave narrative maintains a unique station in modern literature and how unlike any other body of literature, it provides us with a first-hand account of institutional racially-motivated human bondage in an ostensibly democratic society. It shows how taken together, the narratives of former black slaves in the Antebellum South provide us with one of the largest bodies of literature written by former slaves in history. It looks at how these works, although they provide us a keen insight into the nature of the period, all but disappeared following emancipation and the end of the Civil War.
Outline
Introduction
African Culture and its Influence on the Mind of the American Slave
Early Literature of the Former Slaves
19th Century American Slave Narratives before 1865
Richard Wright?s "Black Boy"
James Weldon Johnson?s "Autobiography of an Ex-Coloured Man"
From the Paper
"William Wells Brown became the first African American to write a novel in 1853. Clotel is a work of fiction whose heroine is the illegitimate black daughter of President Thomas Jefferson. It shares the distinction of being about one who could be considered a fallen person of nobility. The novel is a tragedy, where the heroine has a white lover which later abandons her, is sold into slavery, escapes, and kills herself as the slave-hunters are closing in on her. Although the novel was never as popular as Uncle Tom?s Cabin (which at the time was the only book in print out-selling the Bible) it was still immensely popular and went through four editions over the course of ten years. Although in some ways Clotel resembles Uncle Tom?s Cabin, it is differentiated in several key ways."
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Motivation, 2007.
This paper discusses motivation as the force behind all actions as well as something that must be understood in order to exploit its benefits in business.
1,700 words (approx. 6.8 pages), 12 sources, MLA, £ 38.95
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Abstract
This paper explains that motivation is a drive, which enables a person to accomplish a specified task in a befitting manner by providing the purpose for striving towards a goal. The author reviews the motivation premises of Leon Festinger's cognitive dissonance theory, Abraham Maslow's needs pyramid and Douglas McGregor's theory X and theory Y. The paper stresses that keeping the workforce motivated is not only important for getting the best out of employees but is also important for generating job satisfaction among employees.
Table of Contents:
Important Theories of Motivation
Importance of Motivation in Business
Reasons for Low Levels of Motivations in a Business Environment
How to Raise Levels of Motivation
Conclusion
From the Paper
"The process of activating intrinsic motives is complicated. To activate the autonomous system, most significant approach is the task reconfiguration. After having identified an individual's innate motives, the task can be redesigned to trail the intrinsic motives of that person. In general, a common person would prefer autonomy, task significance, feedback, task identity, and skill variety as attributes of the tasks that are assigned to him/her. The work redesign provides a strategy for enhancing internal work motivation. The degree of autonomy would provide an opportunity to attribute outcomes, competencies and values in terms of the self concept."
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Employee Motivation, 2004.
An analysis of the importance of employee motivation.
1,613 words (approx. 6.5 pages), 4 sources, MLA, £ 36.95
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Abstract
In today's fast paced and competitive workplace environment, motivating employees for better job performance can be a difficult task. Understanding the vast range of motivational components and the different thought processes that bring about motivation can often be the most difficult part of encouraging employees to reach their peak performances. Additionally, sorting through the many myths about motivation, and determining the best approach for any given environment can add to the stress of motivating employees. This paper discusses the various theories of employee motivation, options used to motivate employees and the pros and cons of those options. Additionally, the paper outlines a plan of action designed to achieve a high level of employee motivation.
From the Paper
"First, understanding the concept of motivation is essential. Motivation can be thought of as a set of processes that leads an individual to a desired goal. For example, if an individual wishes to be head of a company, that person can be said to be motivated toward becoming the head of the company. Any behavior that the individual chooses to voluntarily pursue to achieve a goal can thus be thought of as motivated behavior. So, in the example given above, the individual may choose to work longer hours, and with extra care and responsibility, in order to become head of the company. Those voluntary choices for behavior are motivated behaviors, because they are brought about by the desire to become the supervisor (Allen, 1998). From a management standpoint, those choices are the key to motivating employees."
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Motivation in Non-profit Organizations, 2008.
An analysis of leadership styles and motivating factors for individuals within non-profit organizations.
7,469 words (approx. 29.9 pages), 13 sources, APA, £ 113.95
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Abstract
This paper examines the factors that motivate individuals in the non-profit organization. It looks at the primary principles of motivation that are available to leadership in not-for-profits in motivating their staff and discusses the limitations of the not-for-profit organizations in the area of resource availability. The paper also focuses on the specific leadership style and characteristics that best serve the initiative and intent of the not-for-profit mission.
Table of Contents:
Statement Of Problem
Purpose Of Study
Significance Of Study
Expected Outcomes Of Study
Methodology
Criteria
Hypotheses
Introduction
Literature Review
Self-Concept Validations
Goal-Identification Approaches
Required Leadership Skills
Maslow's Theory Of Motivation
Attracting & Retaining The Right People
The Three Factors Of Leadership Motivation
Motivation Of Part-Time And Volunteer Employees
Summary And Conclusion
From the Paper
"The first hypothesis has been affirmed as being valid in this study in that motivation of full-time, part-time and volunteer employees of the not-for-profit organization requires different considerations and specifically that the volunteer generally is offering their time to the organization because they have a commitment to the goals and mission of the organization therefore these individuals are 'self-motivating' however, the full-time employees and even more so, the part-time employees require the environment to be one in which they are able to become motivated. The second hypothesis of this work has been found to be null in this study in that there is not one specific factor that stands above all others for effective motivation of employees in the not-for-profit organization and in fact, there is not one specific style of leadership motivation which stands as being superior in that it is more about doing the 'right thing' at the 'right time' to motivate not-for-profit employees thereby rendering the third hypothesis in this study null as well."
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Motivation Processes, 2004.
A discussion on the motivation processes of organizations, with a focus on Southern California Edison and how it uses motivation on employees and management in the claims department.
1,294 words (approx. 5.2 pages), 7 sources, MLA, £ 30.95
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Abstract
This paper examines how, since the deregulation of the power industry, electric utility companies have had to pay increasing attention to customer satisfaction levels and how industry performance on overall customer satisfaction is now regularly measured, based on performance. In particular, it looks at the company, Southern California Edison, and attempts to show that, when it comes to the claims department, high motivation levels become even more paramount, since this type of department has the dual objective of minimizing SCE?s financial liability, while at the same time striving to maintain customer satisfaction levels. It demonstrates how SCE has used Herzberg?s theory to some success and, in exploring SCE?s use of Herzberg?s theory, it also reviews the suitability, implementation, and results of SCE?s motivational processes as applied to its claim department.
From the Paper
"Frederick Herzberg?s Motivation-Hygiene Theory had two basic suggestions: the first being that there are two types of motivators, one type which results in satisfaction with the job, and the other which merely prevents dissatisfaction. The two types are quite separate and distinct from one another. Herzberg called the factors which result in job satisfaction motivators and those that simply prevented dissatisfaction which he refers to as hygienes. The factors that lead to job satisfaction (the motivators) are: achievement, recognition, work itself, responsibility, and advancement. The factors which may prevent dissatisfaction (the hygienes) are things such as company policy and administration, working conditions, interpersonal relations, money, status, and security."
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